HR Business Partner (Hsinchu)

As a HR Business Partner, you will serve as a strategic enabler of people strategies that drive business performance and organizational effectiveness. In close partnership with senior business leaders and regional HR Centers of Excellence (CoEs), you will lead the deployment of core HR programs, drive local and functional HR priorities, and provide strategic advisory and governance on key people-related matters across the employee lifecycle. This role acts as a critical strategic liaison between the local business and the regional HR structure, ensuring global standards are effectively adapted to meet local operational and strategic needs.

Key Responsibilities
Business Partnership & Strategic HR Advisory

• Partner closely with senior business leaders to understand strategic priorities and deliver robust, tailored HR solutions that align with long-term functional and commercial objectives.

-Lead the formulation and implementation of comprehensive people plans that directly drive business outcomes, organizational productivity, and employee engagement.

Execution & Oversight of HR Programs & Initiatives

• Collaborate closely with regional CoEs (Talent Acquisition, Learning & Development, Total Rewards, etc.) to guide, localize, and drive the seamless adoption of enterprise HR programs and frameworks.
• Oversee the end-to-end execution of annual HR cycles, including performance management, talent calibration, goal alignment, and employee feedback processes.

Employee Relations & Engagement

• Act as a senior advisor and escalation point for complex people-related matters, providing trusted advisory to leaders on conflict resolution, organizational dynamics, and sensitive employee relations.
• Champion initiatives that foster a high-performance culture and strong employee engagement, including strategic communication plans, recognition frameworks, and culture-building programs.

Policy Governance & Compliance

• Ensure rigorous local compliance with statutory labor regulations, corporate governance policies, and global ethical standards, effectively mitigating people and operational risks.
• Lead the cascading of global and regional HR policies, contextualizing and tailoring them to satisfy local regulatory frameworks and operational realities.

Talent Management & Workforce Planning

• Partner with department heads on strategic workforce planning, high-impact hiring coordination (including managing agency partners), executive onboarding, and targeted retention strategies.
• Collaborate with regional L&D teams to diagnose organizational capability gaps, facilitate talent development initiatives, and build robust leadership pipelines.

Organization Development & Performance Governance

• Advise leaders on organizational design, job architecture, competency modeling, and career progression pathways to support business scaling and agility.
• Facilitate strategic talent reviews, succession planning, promotion panels, and career development discussions in alignment with regional frameworks.

HR Analytics & Personnel Budget Management

• Drive headcount planning and personnel cost budgeting (including rolling forecast cycles) in close partnership with department managers and Finance.
• Analyze key HR metrics and workforce trends to deliver actionable insights that support executive decision-making and talent forecasting.

Cross-Functional & Regional Collaboration

• Collaborate actively with regional HR leadership, fellow HRBPs, and CoEs to share best practices, influence regional program design, and ensure cohesive execution of people strategies across the organization.